· Web viewto assess strengths and areas for development and growth, explore career preferences, set career goals and create a career plan. Managers to use the framework to guide

Career Development Framework

Unprecedented workplace change over the past few decades has led to greater job mobility. We can anticipate multiple jobs during our career and as such need to be aware of our career desires, our strengths, and alert to opportunities as they arise. Clear career pathways and a new performance framework that includes career development opportunities, is included in the People & Culture enabler as part of the UNSW 2025 Strategy.

The Career Development Framework has been designed to enable:

o Individuals to assess strengths and areas for development and growth, explore career preferences, set career goals and create a career plan.

o Managers to use the framework to guide and coach their people, helping them to clarify their strengths and opportunities for growth; identify future opportunities; and set a career direction and targets to achieve the career goals.

The Framework consists of a series of four (4) modules; each containing activities that encourage consolidation, reflection, and experimentation. The intention of the framework is to assist staff to discuss their development goals with their managers, or simply to be prepared when career opportunities arise.

The self-paced activities contained in the workbook include:

• Module 1 - Self Appraisal

• Module 2 - Exploration

• Module 3 - Goals and Plans

• Module 4 - Achievements and Reflections

Depending on your level of experience and ease of recall in past achievements and future goals each module can take from 30 minutes to a couple of hours.

There are a number of elements to successfully developing a career plan. It is recommended that you commence by conducting a self-appraisal. Then based on that explore what your career preferences are, where you are willing to sit on the career lattice and investigate role models and jobs that you think may suit you.

From there you can set some long term career goals and look at what short term and immediate goals will help you get there. Lastly, it is important to acknowledge our achievements, reflect on what you’ve learnt and where needed, re-assess and re-frame.

We recommend you go through each module in succession, to support your reflection both on your past, current and future focus with your career development.

Career Development Framework

People & Culture Development Unit

Managers can also register to attend the Career Conversations Workshops we offer.

We look forward to supporting you in developing your career.

Regards,

People & Culture Development Unit

Please contact your relevant faculty or divisional People & Culture Consultants if you have any questions.

People & Culture Development Unit 2

https://www.hr.unsw.edu.au/services/peopleandculture/index.html

https://www.hr.unsw.edu.au/services/peopleandculture/workshopsandprograms.html

Module 1 - Self AppraisalAccurately assessing your own abilities and strengths can help you to determine the kind of work and type of environment you will find most satisfying and where you have the best chance of success. Think about your major achievements at work, during study or in other areas of your life. How did you achieve success? Also think about areas where you aren’t as strong and may need to develop.

"Chance favours the prepared mind."– Louis Pasteur

1. Best and Worst Job Review

2. Career SWOT

3. Work/Life Balance


Module 1 Self-Appraisal: Activity 1 - Best and Worst Job Review

The purpose of this exercise is to identify themes of satisfaction or dissatisfaction in your career to date. When you reflect on what you have most disliked and where you have little interest in working again, as well as what you have most enjoyed, and performed best at, a distinct pattern is likely to emerge.

On the next page, plot your “career line”. Start with your earliest job and move through each major job change to your current position. Draw a line between each job change as you think about the negative and positive aspects of each job for you and make a few key points as to why.

A simple worked example;

SATI

SFAC

TION

HIGH

NEUTRAL

LOW

*Marketing Project Officer

(lots of variety, good work/life balance)

*Retail assistant

(boring but ok)

*Cadet Tax Accountant

(too rules focused, long hours)

TIME

Your “career line”; Draw a line between each job change as you think about the negative and positive aspects of each job for you and make a few key points as to why.

SATI

SFAC

TION

HIGH

NEUTRAL

LOW

TIME


Module 1 Self-Appraisal: Activity 2 – Career SWOT AnalysisIt is important to capitalise on your strengths and minimise or manage your areas for development. There are also opportunities and threats that will flow from them and influence your career. Below are a few key questions to assist you to think about your strengths, areas for development, opportunities and threats. You can record your answers in your template or in the table on the following page.

Strengths

What do other people say you do better than anyone else? Think about what current and past managers and your colleagues have complimented you on.

What experience, knowledge, networks, connections, certifications or education do you have that others don't have?

If you had to list your top three achievements, what would they be and in what order?

Weaknesses (areas for development)

What do other people say you don’t do as well as others? Think about what current and past managers and your colleagues have suggested you could work on.

Are there any projects, tasks or activities you avoid because you feel nervous about doing them?

If you had to list your top three areas to work on, what would they be and in what order?

Opportunities

What trends, projects, secondments or new businesses do you see within UNSW Australia? Is there any way you can turn these into an opportunity?

Can technology offer new opportunities? Are there ideas on the internet or within networking forums (like Linked In) where you can spot new ideas or opportunities?

Do you have access to connections, networks, past managers, colleagues or mentors that can give great advice, ideas or insights?

Threats

Do you face any barriers or obstacles at work at the moment? Do you see any in the future?

Do changing markets, technology or government policies impact your current role?

How does the competition look? Are there people who are strong competitors for roles you’d like to do

A SWOT analysis not only provides crucial information, it can also identify what needs to be done and put problems into perspective. Based on your thinking, completing the “best and worst job review” and “Career SWOT” activities, list your major strengths and areas for development, and the threats and opportunities that you perceive.

Personal Strengths Areas for Development


Opportunities Threats

Career SWOT



Module 1 Self-Appraisal: Activity 3 – Work/Life Balance AssessmentThe balance between your working and personal life is another key variable to take into account. You need to evaluate how much time you wish to invest in your career, with your family, involved in social activities, physical activities and community activities, amongst other things.

The radial diagram below lists some potential work / life areas to consider. There is a blank radial diagram on the next page for you to edit.


You can write in the key activities you undertake, you may not fill all the circles, or you may need to draw extra circles. Once you feel your key activities are covered, rate their importance to you by writing a percentage underneath or if they are a “major” or “minor” concern for you. For example, would you work interstate if a great opportunity arose, or are other elements of your life such as family proximity or being regularly available for competitive sports more important?

It can help to think about how much time you spend in each of these areas in an average week. And is how you are currently spending your time, how you want to spend it.


Module 2 - ExplorationIn completing the first module you will now have gained some insight into your strengths, and areas for improvement and the current/future threats and opportunities that will now enable you to scan career options.

Taking time to stop, reflect and investigate new career opportunities starts with exploring your preferences and identifying ways to investigate/network to find out more about areas currently unknown.

1. Assess Your Career Preference

2. Undergo a Self-Assessment using Career Anchors

3. Explore your 'Career Lattice' action steps

4. Explain how to investigate role models and jobs opportunities


Module 2: Exploration - Activity 1Assess career preferences

The right role can satisfy many of our needs. Some relate to the type of work, some to the employer and their culture and policies, some are a mix of both.

Below is a list of common work preferences. The final column has been left blank so you can combine items in a way that is meaningful for you, or create your own if they aren’t in the list. From the list below, or any you create, circle the eight preferences that are most important to you. Draw a line through the four preferences that are least important to you.

Satisfaction More time with family

Personal power Fun work

Creativity Prestige

Ethics Career opportunities

People focused position Task focused position

More free time Stylish office and amenities

Location Flexible hours

Physical challenge Intellectual stimulation

Meaningful work Pleasant conditions

Security Variety of work

Opportunity to solve problems Management responsibility

Own boss Autonomy

Perks and benefits Praise and recognition

Self –leadership Teamwork

Tangible results Making a contribution

Status Learning opportunities

If you had to trade-off four of the preferences you listed on to get your ideal role, which ones would they be?

______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________


Module 2: Exploration – Activity 2Self-Assessment Career AnchorsIn addition, an excellent resource to further explore career preferences is third edition of the “Self-Assessment Career Anchors” by Edgar. H. Schein. In the book, Schein outlines eight “career anchors” **

1. T/F – Technical / Functional Competence2. GM – General Management Competence3. AU – Autonomy / Independence4. SE – Security / Stability5. EC – Entrepreneurial Creativity6. SV – Service / Dedication to a Cause7. CH – Pure Challenge8. LS – Lifestyle

Schein provides a self-assessment tool to determine which one is your “anchor” and offers examples of careers that people with that “anchor” are often successful in.

**To purchase a copy of this book try:

http://www.bookdepository.co.uk/Career-Anchors-Edgar-Schein/9780787984281

Module 2: Exploration – Activity 3


Explore career lattice

The term ‘corporate ladder’ is equated with the traditional upward movement in jobs. Today the world of work is and continues to be under constant change in response to changes within the global market and economy.

The term career lattice refers to movement up, sideways and even down in repositioning yourself depending not only on the outside market but your own personal stages and circumstances in life.

At any time in your career, you have at least ten career action step options from which to choose. Which one, or ones, fit with you at the moment?

Option Involves

1. Remain in Current Role Recognition that your current role provides you with your No content change desired level of challenges and development at the

moment.

2. Enrichment Considering what jobs tasks you wish to doDevelop current job more of and negotiating with others to take over

those which no longer motivate you.

3. Vertical Considering what would be the real gain for you Seek promotion in seeking increased responsibilities.

4. Exploration Seeking project work, or deputising in another Test out options job function to test out how you like it.

5. Lateral Moving to a similar level of job task difficulty butSideways move with different job content.

6. Realignment Downshifting to less responsibility for a short- or Moving down long-term period.

7. Relocation Deciding that work of a different nature from Change business unit your current work unit is more appropriate

for your career future.

8. Redirection Changing the career stream or field of work with Change career field current employer.

9. Proposal Submitting a proposal for creating a new jobCreate new job which would meet the needs of the university

and you.

10. External Deciding that work of a nature different fromChange employer the university is more appropriate for

your needs and career future.


Module 2: Exploration – Activity 4Investigate role models and jobs

Reflect on the different ways you might investigate role models and jobs;

Approach people who already work in an area that you are interested in to find out what jobs in that

area involve and what the opportunities are. You can also approach managers in other areas across the

university that are of interest to you and discuss what the jobs in that area involve and what the

opportunities are.

Discuss your career with your mentor if you have one, a trusted advisor or a past colleague or manager,

to see if they have any additional information or contacts in their network who may be able to help you.

Another option is to research the employment trends for a particular occupational field or to investigate

professional memberships, further study or use online networking groups or tools (like Linked In) to

source information relevant to your future career.

You can also look for similarities in roles or professions. For example, marketing tends to involve a lot of

project management – you may not be in a marketing role but project management experience may be

a useful generic skill to have when trying to move into that area.

Try out the suggestions on the career lattice options you’ve chosen.

Try out the descriptions and utilise the examples in the “career anchor category” that you have been

assessed as fitting into in the third edition of the “Self-Assessment Career Anchors” by Edgar. H.

Schein.

Review relevant websites such as;

People & Culture Development unit website :


http://www.ted.com/talks

http://www.myfuture.edu.au/



Module 3 - Goals and PlansGoal setting is a powerful process for thinking about what you want in your future, and for motivating yourself to turn what you want in your future, into reality.

By knowing precisely what you want to achieve, you’ll know where you have to focus your effort. Having clear goals also allows you to spot the distractions that can easily lead you off track. You’ll also find that your confidence is boosted as you achieve the goals that you have set.

“The tragedy of life doesn’t lie in not reaching your goal. The tragedy lies in having no goals to reach.”

~ Benjamin Mays ~

Now is the time to draw together the work you’ve done thus far through the framework and summarise the aspects of the career/occupation you would like to pursue.

Think about;

Your strengths and areas for improvement; based on the exploration you’ve just done, does your preferred career play to your strengths?

Are there opportunities in your chosen field? Are you comfortable to manage the risks associated with the threats?

How will your career choices balance with your life choices? Does that line up with where you would like to move on the career lattice?

What options work best for you to investigate role models & jobs?

1. Long Term Goals

2. Short Term Goals

3. Experience, Exposure and Education

4. Immediate Goals


Module 3: Goals and Plans – Activity 1Long term goalsThink about where you would like to be in five years time. Planning a direction now doesn’t mean that it is set in stone, experiences between now and then may change where you wish to be in five years. However, it is very valuable to have a long term (distal) goal for your career. It may be a role in a specified field eg: research analyst, financial services, it may be a role aligned with your career preferences, or it may be a style of working that you wish to aim towards, eg project manager.

“20 years from now you will be disappointed by the things you didn’t do than by the ones you did. So throw off the bowlines. Sail away from the safe harbour. Catch the trade winds in your sails.

Explore. Dream. Discover”

~ Mark Twain ~

Your career vision

It is helpful to remember that an effective career vision includes all the important elements of your life as well as your career. It is a statement of what you want to become. It is the framework for the process of creating your career.

Focus, perhaps close your eyes, and picture yourself in the future. It may be a few years or more from today, you decide. Describe;

What are you working on? Who are you working with? What have you accomplished? How have your strengths been utilised? What is your work life balance like? What opportunities have opened up for you? Where are you on the career lattice? What is important to you? How do people relate to you?

Now, briefly summarise your career vision.

______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________


Module 3: Goals and Plans – Activity 2Short term goals (within 12-18 months timeframe)Now you’ve set a vision, the next step is to see your career and yourself in the present. What needs to be done to get you to that career vision?

Dr Edwin Locke's pioneering research (http://www.edwinlocke.com/) on goal setting and motivation showed that there was a relationship between how difficult and specific a goal was and people's performance of a task. He found that specific and difficult goals led to better task performance than vague or easy goals.

So set some short term (proximal) goals to move you towards that long-term goal. Try to make them specific, challenging and within a reasonable timeframe.

For example, aim to obtain a secondment in an area you are interested in. Or research to determine whether or not you will need to complete further study or obtain membership with a professional body to achieve your career goals.

Don’t rely on one person’s opinion, research a range of resources; people, websites, associations, and get as close as you can to the original source of the information.

Draw on all the work you’ve done so far through this guide to set the short term goals that will allow you to achieve your long term vision. And remember to keep your goals in sight.

Keep Your Goals in Sight

When she looked ahead, Florence Chadwick saw nothing but a solid wall of fog. Her body was numb. She had been swimming for nearly sixteen hours.

Already she was the first woman to swim the English Channel in both directions. Now, at age 34, her goal was to become the first woman to swim from Catalina Island to the California coast.

On that Fourth of July morning in 1952, the sea was like an ice bath and the fog was so dense she could hardly see her support boats. Sharks cruised toward her lone figure, only to be driven away by rifle shots. Against the frigid grip of the sea, she struggled on - hour after hour - while millions watched on national television.

Alongside Florence in one of the boats, her mother and her trainer offered encouragement. They told her it wasn't much farther. But all she could see was fog. They urged her not to quit. She never had . . . until then. With only a half mile to go, she asked to be pulled out.

Still thawing her chilled body several hours later, she told a reporter, "Look, I'm not excusing myself, but if I could have seen land I might have made it." It was not fatigue or even the cold water that defeated her. It was the fog. She was unable to see her goal.

Two months later, she tried again. This time, despite the same dense fog, she swam with her goal clearly pictured in her mind. She knew that somewhere behind that fog was land and this time she made it. Florence Chadwick became the first woman to swim the Catalina Channel, eclipsing the men's record by two hours.


http://www.edwinlocke.com/

SMART goalsThe most effective and productive goals are those that are specific, time-framed and can be measured. The SMART Goals model is a valuable tool in helping you ensure you set effective goals. The table below provides a good guide to the key elements of SMART goals and how to put them into practice;

S pecificYour goal needs to have sufficient detail and be specific, so that there is clarity as to what you should be doing. Keep it narrow, rather than broad.

M easurableYour goal should be measurable as you need to demonstrate tangible evidence of completion, eg: three times per week, for the next three months - is measurable.

A chievable/

greed

You own your goal, so it needs to be achievable, yet challenging. Don’t set a goal that you would normally do anyway. If you are looking to improve, you need to push yourself.

R ealistic/

elevant

Your goals must be things that you are both willing and able to do - that is, they must be realistic. They must also be relevant to your work.

T imeframeGoals need to have a timeframe to give them structure and to provide both parties focus. Timeframes create a sense of urgency and help you to monitor your progress.


Module 3: Goals and Plans – Activity 3Professional Development – Experience, Exposure and EducationShort term goals set as part of the Career Development Framework often incorporate gaining additional experience, exposure or education. Each of these approaches to professional development can occur in a variety of ways and effective learning encompasses formal education, exposure to new or different ideas and practices and learning through the direct experience of performing the actual role / task.

In particular, it works best when experience, exposure or education are linked together. For example, if you are looking to build change management expertise you may access a formal resource like a training course or book on change management, look for an opportunity to put your learning into practice in a stretch assignment or secondment and seek out a colleague or manager who has change management experience for coaching or feedback on your performance.

The mix of learning experiences you put in place depends on the development need, and the budget available, but effective professional development actions incorporate the following;


Module 3: Goals and Plans – Activity 4Immediate goalsSet some immediate goals to move towards the short term goals. “What will you do to move towards your long term goal, today?”

Immediate goals could be things like arranging meetings or setting aside time to work through this framework. These goals should be quite specific, involve target dates and take into account any resources that may be required.

The template you’ve already been using or the copy in Appendix A is useful for detailing the actions needed to achieve goals. Or you can use the layout below.


Obtaining a permanent placement in a desired skill or business area

Organising a meeting with a role model to discuss the work and opportunities available and preparing for that meeting.

Obtaining a secondment in a

desired area or a place in a

study program

Example Goals

__________________________________________________________________________________________________________________________________________________________________________________________

___________________________________________________________________________________________________________________________________________________________

____________________________

_____________________________________________________________________________________________

____________________________

Your Goals

Long-term

Goals:

Immediate

Goals:

Short-term

Goals:

Type of Goal

Module 4 - Achievements and ReflectionsReview achievements

Investing time and energy to actually implement your career development plans and monitoring steps towards them is essential for progress. Reviewing achievements, reflecting on learning experiences and re-assessing goals are also all crucial. What we focus on and how we focus are surprisingly important.

Think for a moment about when you, have been looking to buy a car. Did you find that you suddenly see that type of car driving on the road, or parked at the shops, when you’d never noticed it before? The reason for this is the reticular articulating system (RAS) in the brain. It focuses our conscious attention on areas that interest us. So for the example just given, it focuses our attention on a particular model of car.

If your focus is positive and on your achievements, your RAS will naturally be achievement oriented and drawn to look for other opportunities which will assist you with achieving your career vision.

Don’t forget to ………Acknowledge and Celebrate!

Take the time to celebrate your achievements! It is even better if you decide how you will celebrate or what your reward will be before you commence, or even complete, your goals as it provides an additional level of motivation. It can be something you like to do, like a lunch out with friends, or an investment in yourself like a professional development course. It is up to you to choose the most motivating celebration or reward option for you.

1. Reflect on learning experiences/achievements

2. Journalling

3. Reframe your perspective

4. Re-assess


Module 4: Achievements & Reflections Activity 1Reflect on learning experiences

This is the last module in the Career Development Framework and will give you a chance to culminate the time and work you have put into all 4 modules.

By reflecting back on initial plans it is possible to see the achievements and steps forward that have been taken. Formally assigning time to complete this kind of review and assess what has been achieved and learnt is vital,

As part of UNSW Australia’s Performance Development annual discussions with your manager, where you meet to formally discuss both your achievements in line with the previous year’s key priorities that were discussed and documented, this framework will support you in reflecting on your achievements. This reflection is also a good time, in conjunction with the Performance Development discussion/meeting, in looking forward to the next 12 months while discussing components of your career development, including professional development opportunities.

Lastly, each individual will focus on various aspects in reviewing both their achievements and future aspirations in taking responsibility for managing and driving their career and it is recommended that you review and utilise the learning resources in part 2 of the Career Development Program:

We wish you great success in your career here at UNSW Australia and welcome your feedback on both this Career Development Framework and any professional development support in general.

UNSW Australia’s People and Culture Development Unit

Please click through to see overview and contact details of your respective People and Culture Development Consultant.



https://www.hr.unsw.edu.au/services/peopleandculture/PDS.html

Module 4 – Achievements & Reflections - Activity 2

JournalingA great way to reflect is by using a journal. There's an old saying "you don't know what you know till you've written it down" - and several research studies have found this to be true. By telling yourself what you've learned, you can track the progress you've made. You also begin to notice the gaps in your knowledge and skills. The fact that you are keeping a record of what you learn is an incentive to keep pushing ahead.

Learning Journal Template

The template below can be utilized to help you to reflect on your achievements and challenges, to assist you to learn the most from them.

Learning Journal Template

I have been focusing on…

What I noticed was…

What has worked…

If I had the chance to do it differently I would…

How will the information gathered from this reflection inform future actions?



Re-frame It is important to be conscious of the frame you are using to view a situation. Some people approach events with a negative perspective, expecting the worst, while others take a positive perspective, expecting the best. The idea of re-framing is to assist you to look at a problem from different perspectives, as the meaning of any situation or of any set of circumstances is found in the frame within which we view it.

Staying open to re-framing situations

It is important to keep an open mind to the frame you are putting around a situation, as it is unlikely to be the only one. The following examples take you through positive and negative frames for situations.

Examples of re-framing:

1. A new IT system is introduced in your company.

Negative Frame: The old one was ok, now I’ll have to learn all new stuff and it will be a pain.

Positive Frame: I’d like to get into project work. I’ll volunteer for the team and try out a new career direction. At least I’ll be an expert on the new system by the time it comes out.

2. Your new manager has very high expectations of you.

Negative Frame: They really push you hard and expect a lot. It doesn’t seem fair.

Positive Frame: It is hard work but you learn a lot of new things and are stretched in your role. Your resume has improved as a result.

3. You’ve just found out that your area can’t sustain the current number of staff and there will be redundancies.

Negative Frame: This seems like terrible news and you feel awful. You go home with a heavy heart and tell your partner about this bad thing.

Positive Frame: You see this as an opportunity to start searching for another job with different opportunities. You end up with a new job suited to your career direction.

Current situation that you could’ positively reframe:

Negative frame

Positive frame

It is important to be conscious of the frames you are using. As you explore career options, not all of them will work out as you hope, but if you can reframe experiences to get the most out of them it will help you move toward your career vision.



Re-Assessing

Re-assessing your career development plans is the final key step. Browse back through the guide and look at all your responses. Have they remained the same? Have they changed a little? Have they changed dramatically?

You should note any changes in your assessment of yourself or your environment and review how these flow on to changes in your need to explore or set goals. You may find that certain goals have been strengthened by your experiences while others are less important.

It is a good idea to revisit the whole guide and to work through the process on an annual basis. Taking the time to set new goals and acknowledge those achieved is important for reaching any long term goal.


Self-Appraisal Exploration Goals & Plans Achievements & Reflections

Strengths Weaknesses Assess career preferences

Long term goals Review achievements

Opportunities Threats Explore career lattice Short term goals Reflect on learning experiences

Work-Life Balance Investigate role models & jobs

Immediate goals Re-assess and re-frame


Documents

· Web viewto assess strengths and areas for development and growth, explore career preferences, set career goals and create a career plan. Managers to use the framework to guide